Navigating the Next Phase of AI: From Learning to Leading

As we witness AI becoming a staple in our work environments, it’s crucial we shift from just learning the ropes and experimenting to creating a plan and thoughtfully implementing these technologies. The information is clearly in front of us. 

The latest 2024 Work Trend Index Annual Report from Microsoft and Linked in, just released this week (5/2024), gives some intriguing insights and numbers that underscore this shift. Included is that companies with high AI maturity are seeing employee satisfaction scores rise by as much as 20%, compared to those just starting with AI. 

And what do we know about higher employee engagement? Well, these numbers, shared in the Zippia Things All Aspiring Leaders Should Know, don’t lie: Highly Engaged Organizations see: 

• 10% higher customer satisfaction metrics
• 17% higher productivity
• 20% higher sales volume
• 21% higher profitability

And the most exciting part:

Engaged Employees are Happier Employees

And happiness is contagious. So let’s dive into what this means for us in HR and leadership and explore how we can move our AI Curiosity to AI Action.

Stepping Up Our Game with AI

We’re at a pivotal moment with AI. Initially, it was all about understanding what AI can do and how we might use it. We were thinking like those new employees, our ‘entry level’ if you will. 

Now, we need to start thinking at the next level... as 'directors' in AI—using it not just for tasks it can perform, but for the strategic advantage it can provide. 

Here’s how we can get more thoughtful about our approach to adopting AI:

Strategic AI Deployment

• Focus on deploying AI where it can have the most impact. Instead of trying to swallow the ocean and navigate widespread, untargeted use, pinpoint areas where AI can enhance decision-making, streamline operations, or improve customer interactions.
• It makes sense for this to start with the HR team. Getting HR to grow in their knowledge score from a 2 > 3 > 4 builds confidence, creates the time needed to steer education/insights, and puts them in an optimal position to support their business partners as adoption spreads. 
• This means having conversations to identify pain points that AI can address—beyond the job descriptions—whether it's exploring concierge tools or growing skill with using AI for real-time analytics for better decision-making.

Ethical Considerations

• As we deepen our use of AI, let’s keep the ethical implications at the forefront. This involves ensuring data privacy, addressing biases in AI algorithms, and maintaining transparency with our teams about how and why we use AI.
• It’s also about creating an environment where AI supports our teams, by validating and selecting tools that focus not just on security, but on anti-biased foundations, and education on how we as users can avoid unintended bias. Therefore, we create a scenario where employees work with AI, rather than one where it feels like it competes with them.

Makes you think about how important it will be for all of us to build our skills in this area, right?

Employee Involvement

• Finally, involve employees in the AI integration process. This can increase their comfort and/or excitement about the company, build a cohesive and collective approach, support more consistent usage and buy-in, and help surface innovative uses of AI that align with their day-to-day experiences and challenges. 
• Organizing workshops and brainstorming sessions can be effective ways to encourage employees to think creatively, generate an environment of connection (which is sadly lacking with so many right now), and get them working on how AI could improve their workflows.

Starting Now

Ask yourself, where could we start? Has your company put out any standard guidelines for AI exploration, or even held a meeting or sent a notice around the way you plan to use AI? Has the leadership team started discussing what AI in your organization should look like?

We have to acknowledge these facts:

1. Employees are using it already, and if you don’t provide some guidance, it won’t be long before they create their own rules. While some teams are more savvy with what should and should not be shared, others may not be. Share this statistic with your leadership team: 78% of AI Users are bringing their own AI to work (BYOAI)... and ask, are we comfortable with this?
2. By starting the conversation it also sends a message to your employees: We are curious about AI too, we want to explore, but do it in a way that enhances your experience and our business. So we are going to be thoughtful and intentional and transparent. What employee could fault that?

Let’s Take A Walk

One of the great lessons I learned early in my career in HR was the value of “taking the long way” in the office. It’s easier and faster to take the direct route to the exit or the restroom, but taking the long route gets you in front of different people you may not see in the natural course of business. 

Taking a literal or figurative walk amongst our teams to engage in conversations about their informal use of generative AI can be incredibly revealing. Here are some key questions to spark these discussions:

• Have you been curious about AI? 
• Are you testing out using AI tools at all?
• What do you believe AI could improve or streamline?
• What concerns do you have about AI?

These questions not only open up communication channels but also help in gathering insights that can shape a more effective AI strategy. Beyond just asking questions, it's important to actively listen and take note of common themes and unique suggestions. This feedback can drive future AI initiatives that are truly reflective of employee needs and ideas.

Hard Statistics: The Real Impact of AI

The Microsoft report sheds light on some compelling statistics:

• 60% of leaders worry their organization’s leadership lacks a plan and vision to implement AI. This is our calling card HR, let's get ready. If you're not sure how to build the plan and create the vision, I'm ready to help.
• Organizations that effectively integrate AI report seeing up to a 30% increase in productivity.
• A staggering 70% of employees in AI-forward companies feel more empowered to make decisions.

These aren’t just numbers; they represent the concerns we should consider, but also the tangible benefits that thoughtful AI integration can bring to our businesses and employees. 

Leveraging these statistics can help us build a strong case for AI investments and initiatives with our own leadership teams.

Moving On Up: Elevating AI Integration with Strategic Leadership

As we look forward to the future of work (and workers), there is no doubt that AI will carry some of the workload, and lead to greater workplace innovation. The journey from AI curiosity to AI action is filled with potential—but realizing this potential requires a lens that  looks at more than just technological adoption; it demands organizational knowledge, strategic planning, ethical guidance, and a deep commitment to employee experience and care.

We are navigating an incredible period of transformation. The insights from the 2024 Work Trend Index Annual Report make it clear: companies that embrace AI with maturity not only enhance their operational efficiency by up to 30% but also see a significant uplift in employee satisfaction and decision-making empowerment. These organizations aren't just surviving; they are thriving. And so can yours.

But how do we move from entry-level experimentation to seasoned integration? The answer lies in thoughtful, strategic leadership in AI adoption. By prioritizing strategic AI deployment focused on impactful areas, maintaining steadfast commitment to ethical considerations, and fostering robust employee involvement, we can transform potential disruptions into powerful drivers of success.

Navigating this change requires a guide—someone who not only understands the landscape but can also foresee the pathways and pitfalls ahead. I’m confident that this can be you (perhaps with a steadfast Theresa by your side).

About the Author

Theresa Fesinstine, Founder of peoplepower.ai, is passionate about AI for HR and the future of work. With 25+ years in HR leadership, she's a LinkedIn Top Voice in AI, certified by both MIT in AI for Business Strategy, and Zortify AI Summer School. Theresa aims to flatten the AI Learning Curve for HR Leaders and the organizations they support, making AI accessible and empowering for individuals and organizations.

Her work in enhancing workplace cultures and driving engagement has earned her recognition in mentorship, leadership and diversity. She advises AI-First Tech Start-ups and is a proud and active member of All Tech is Human, TroopHR, Dreamers & Doers, and Culture First.

Theresa will lead her first course as an Adjunct Professor of AI for Business for CUNY in Fall of 2024.

A certified chef, creative spirit, and dog lover, Theresa brings a wealth of experience and a unique perspective to her work from her base in Norwalk, CT.

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Interested in working with me directly? Looking for conference speakers that can speak AI without the jargon?

Email me - theresa@peoplepower.ai